Custom Employees Reviews Make Everyone Happier

November 2nd, 2017

Employee reviews can feel like a “necessary evil” but they don’t have to be. In fact, many experts believe that a tailored review process can lead to more engagement and happier employees. So how exactly do you go about improving your review process to ensure everyone is heard and the right improvements are being made? Here are just a few things you can do to personalize your review process and improve your employee satisfaction.

Tailor the review to your employees’ personalities.

Your employees aren’t cookie cutter people, so it’s important not to treat their reviews the same way. Everyone will have different needs, require different kinds of feedback, and have different motivations. As a manager, it’s your job to determine how someone will react to a review and adjust your approach accordingly. This will help make everyone happier on the job.

Determine what makes them tick.

You need to find out what makes them tick as a person. What are their motivations? Do they love to learn? Do they like variety? How do they react in a stressful situation? It’s okay to ask them these kinds of questions in their reviews which will help you both create an action plan that fits with their goals and personality.

Emphasize how each employee makes a difference.

All of your employees want to feel as though they are contributing to the company. This may be more pronounced with some personalities, but everyone cares. Makes sure within the context of reviews, you emphasize how their contribution makes a difference in the overall success of the company.

Create an action plan for management as well.

In your employee reviews, you give each worker an action plan to ensure they are making the right improvements and adjustments. Allow your employees to ask you to do the same. Ask them what management could do to make their jobs easier or happier. Take their answers into consideration and create an action plan to make a difference.

Work with a Top Staffing Agency in Pasadena TX

Are you looking for the right employees for your team? Contact Meadow Staffing today to work with a top staffing agency in Pasadena TX!

houston-tx-staffing

How to Craft an Employee Retention Plan

September 21st, 2017

Your employees are your company’s most valuable asset. So when you’re experiencing high turnover, it can be a sign that things are broken in your processes. To create an effective employee retention plan is a way that you can demonstrate your commitment to keeping your employees engaged and happy on the job. So how do you do that? Here are just a few suggestions to get you started with a retention strategy in your company.

Create a positive company culture.

Your company culture has more at stake than just where the coffee is in your breakroom. The overall values and mission of your organization create the culture, and you should be hiring individuals who fit that culture and work well within its framework. Creating a company culture that breeds loyalty is a great way to ensure retention of your employees.

Develop a streamlined hiring process.

Your hiring process may also be to blame for high turnover. Many managers hire based on gut feeling, but this can go wrong quickly. Instead, create an interview and evaluation process to compare the same criteria for each and every candidate who walks in for a job with your company.

Maintain an onboarding program.

Like company culture, onboarding needs to go further than a tour of the office. Onboarding is how you train your new team to accept and work within your company culture. Not only do you need to train them on the job they’re doing, but also on how your company does things. Make this interactive and positive.

Recognize contributions of your team.

When your staff goes above and beyond, how do you recognize their hard work? Programs that allow for you to reward your team for a variety of reasons will let them know you value them and want them in your organization. Sure, holiday bonuses can go a long way but have spontaneous rewards as well.

Conduct exit interviews to learn more.

When someone does leave, make sure you know why and track that information. Conduct exit interviews with employees who give their notice. There are many reasons an employee leaves, and sometimes it isn’t about the job at all. But when it is, it’s imperative that you do what you can to make sure problems are resolved before others are affected.

Work With a Top Staffing Agency in Pasadena TX!

Are you looking for great employees to join your team? Contact Meador Staffing today to work with a top staffing agency in Pasadena TX!

houston-tx-staffing

How to Write Smarter Job Search Emails

July 13th, 2017

It is simply a reality of the 21st-century job search – you will have to write professional emails throughout the process. There are plenty of times when emailing is going to be preferred both by you and the person you’re connecting with. Let’s look at some of the times when you will be emailing throughout your job search and we can provide some easy to use templates to get you started.

Initial Inquiry

In today’s marketplace, you’re probably sending a lot of resumes via email through online job postings. You may already know that you shouldn’t just attach a document without some accompanying email. If you do that, the recruiter probably won’t open it. But your initial inquiry should act as your cover letter.

This cover letter needs to include important information that might not be on your resume, your contact information, and your interest level. Also be sure to address it directly to the hiring manager or recruiter. If you can’t do that, never use “To Whom It May Concern.” Simply begin with “Good Morning” or “Good Afternoon.”

Here is a template to get you started:

Good Morning [Mr. or Ms. and their Name, if known],

I saw your listing online and I’m interested in learning more about the [job title] position.

I have [# of years] experience with [this work] and believe I would be a good fit.

[Insert a specific example of how this experience has helped you in the past in a similar position.]

I am available to talk at your convenience. Call me at [phone number] or email me at [email address] so we can set up a time to meet.

Thank you for your time and consideration,

[Your Name]

Thank You Note

After any interview, you probably know that you should be sending a Thank You note. Some people prefer the handwritten note over the email, but there are limitations to that option as well. They take longer to arrive and may not include all the details you want to convey.

A Thank You note is a great way to share information you may have forgotten in the interview. For example:

Good Afternoon [name],

Thank you so much for taking the time to meet with me. I enjoyed meeting your staff, loved your office, and am excited about the opportunity.

[In this section, start with something like “I forgot to mention in the interview, your job posting specifically stated that you were looking for someone with (experience.) I have worked with that in the past and (share details about your experience).]

I look forward to hearing back from you.

[Your Name]

Interview Follow Up

After an interview, you should also follow up with a potential employer. During your meeting, you should have asked when they expected to make a decision. Then, after you’ve sent your initial thank you note, you can mark the calendar with the time frame. For instance, if they said “about a week” connect with them 5 days later and remind them you’re still interested. For instance:

Good Morning [name],

I really enjoyed our meeting on [date] and wanted to find out if you had made a decision regarding the open position in [department or office.]

I am available and interested in talking with you more. If you have any more questions for me, you can reach me at [phone number] or [email address].

I look forward to hearing from you.

[Your name]

Online Networking

Emails are also a staple of online networking, such as the generated emails from LinkedIn when you connect with a new person. But these general emails don’t share any information and don’t give any reason the person should accept your invitation. You should always customize it for your specific needs.

For example, you may have a mutual professional acquaintance. You can reference that. Or they may work in an industry you are interested in or have worked in before. They may be in your city and you’re looking for more local connections. Add a paragraph about why you’re reaching out and they’re more likely to connect.

As always, you should customize all of the templates we’ve provided here and use them only as a jumping off point.

Work With a Leader in Staffing Services in Houston TX

Do you want to know more ways to effectively communicate during your job search? Contact the recruiters at Meador Staffing today and work with leaders in staffing services in Houston TX!

houston-tx-staffing

How to Maintain Employee Productivity This Summer

June 22nd, 2017

Summertime can hit your employees hard. They want to go outside and enjoy the sunshine. They might have kids who are out of school, or they might be feeling the stress from long work days and trying to keep up at home. There may be vacations coming up, which should be fun but can add to the tension in the workplace. So how do you help your team maintain the right productivity levels throughout the hot summer? Here are a couple of things you can do starting right now.

Start a summer schedule.

Can you create a summer schedule for your team? Some offices will allow their team to work 4 10-hour days to have one day off. Others will shut the office down early on Fridays. If you can offer this extra time off without sacrificing productivity, it may actually help enhance your team’s motivation.

Throw a party.

Many companies have a summer party to help their staff blow off steam in a social way. Host a family picnic or an overnight retreat depending on the size of your office. This will give everyone a chance to socialize outside of the office and to relax. You can plan a team building activity, but don’t over plan to avoid causing stress. You want to ensure that everyone has fun.

Keep them guessing.

Don’t let your summertime motivation strategies become predictable. Instead, occasionally offer unexpected and fun surprises to help keep your team active and engaged. Give awards for performance, but also throw in some fun awards that no one will see coming. Like best parking job or packing their lunches.

Start a volunteering initiative.

Millennial employees are taking the lead on the need to work with companies that focus on giving back to the community. They want to work with companies that have a social initiative. The summer is a great time to kick off these volunteering programs to allow your team to work together to support the common good. You can raise money for a cause or organize a volunteering day.

Work with a leader in staffing services in Houston

Are you looking for new employees to supplement your team this summer? Contact Meador Staffing today to work with a leader in staffing services in Houston TX.

houston-tx-staffing

How Does On-Site Staffing Management Help Your Company?

January 19th, 2017

Are you a high production facility that is often left feeling like you’re spinning plates with little to show for it? Hiring and managing high volume employees, from production room floors to call center environments, can be time-consuming work that leaves little for the day to day business needs of your organization. But it doesn’t have to be a Sisyphean uphill task. Have you considered on-site staffing management? If not, or if you’re still curious about the benefits, let’s take a closer look at what it can do for your company

On-site consultants to fill big projects.

When you have a massive increase in need due to client requirements or other outside influences, the time it takes to source, interview, and staff the positions can be prohibitive. If you’re not ready when the need hits, it could be too late by the time you are. A staffing agency representative on-site can fast track this process and get people in and hired before the project reaches critical mass.

Handle all daily management tasks.

There is more to staffing than just placing employees in essential roles. Each employee needs day-to-day support, payroll processes, and other administrative tasks. When you don’t have someone in-house to handle these aspects of employment, the job falls to the manager or supervisor, who have other tasks to handle as well. An on-site support person can help streamline these processes.

All-in-one staffing solution.

An on-site staffing professional will be dedicated to you, your business, and your staff only. They will not need to split their time between clients. They are there to provide the best quality staffing and employee management available. This makes their recruiting knowledge and management skills customized for your needs.

Focus your time on running your business.

When you don’t need to spend your time on resume review, interviewing, onboarding, training, and weekly payroll processes you will be able to focus on what really matters. As the owner, director, executive, or manager of your business, there are plenty of other aspects that you can worry about to ensure the overall success of your company.

Are you interested in on-site staffing management? Contact Meador Staffing today to get started on working with a top staffing agency in Austin!

houston-tx-staffing

Kick Start Your Job Search in 2017 with a Temporary Job

December 29th, 2016

Does a new year mean a new career? Right after the holidays is the best time of the year to start your new job search, and one of the best ways to test the waters is a temporary position. Working with the right agency to help you find a short-term job to fill in the gap or lead to long-term employment is rewarding and beneficial in so many ways. Here are some things to think about when considering temporary work this winter.

Learning new skills.

When you work short term for a company, you will inevitably pick up some new skills. It may be as simple as a different way to do something you already mastered. Or, it may be a completely new skill set that you can take with you to your next opportunity. Whichever is the case, take full advantage of the ability to learn these new things in an environment where you are also being paid for the work you contribute.

Gaining confidence.

This benefit is especially for those who may have been out of work for a significant time. Job searching is hard work, and constant rejection can make you feel pretty low. By accepting a temporary job, you can work toward boosting your confidence in the workplace, which can help you in your continued search.

Networking with professionals.

Temp jobs are also a great place to meet new people. At the very least, you will be able to work with the decision makers in the company and they will be able to see directly what you can do to contribute. Otherwise, you may meet other individuals who will go on to other opportunities, and if you make the right impression, they will remember you.

Partnering with a recruiter.

To find these short-term temporary jobs, the first step is to apply with a staffing agency to help you. A recruiter will work with you to polish your resume, coach you for the interview process, and submit your information to jobs that are a match with your skills. They will become your advocate in situations where the candidate doesn’t often have a strong voice.

Are you looking for a temporary job in the new year? Contact Meador Staffing, now hiring for temp jobs in Austin and throughout Texas, to learn more today!

 

What Happens When You Get Promoted to Being the Boss?

March 17th, 2016

When you’re rewarded with a promotion in your current company, what happens to your former co-workers? In many cases they become your new team, and you’re thrust into a management role over individuals with whom you’ve worked closely for some time. It is no surprise this can create tension in the workplace. How do you deal effectively with your new role as boss? Here are some tips you can follow to make the transition easier.

Acknowledge the change.

There is really no point in trying to pretend like nothing’s changed. Management is a very different type of position than general employment, and it is critical that you let everyone know that you are now in a position to supervise them. This acknowledgement, instead of insisting things will continue the same as before, is the first step in building trust with your former co-workers.

Communicate your expectations.

You also need to be clear in your communications with your new team. Setting expectations early about what is required and what is not appropriate will help set the tone long term. In this process, also make sure to give your team an opportunity to ask questions, offer suggestions and provide feedback. Utilize that information to ensure you are a positive force. Establishing guidelines will take time and should evolve. Finding a balance between your management style and what works for your team will take time.

Don’t rule like a dictator.

While you don’t want to continue to pretend things are business as usual once you’re in a supervisor role, you also shouldn’t completely alter your personality and start ruling with an iron fist. Micromanagement is one of the biggest complaints for employees, and they will view it as a direct betrayal when it comes from someone they recently saw as one of their peers.

Address resentment.

If anyone you work with does start to act resentful for the fact that you were promoted and they weren’t, address the issue. If you do not, things could spiral out of control. Their work could suffer and you could have additional conflicts. Talk to them about their feelings and be supportive. Ignoring the issue will lead to bigger problems down the road, either through an office argument or the employee leaving the office.

Create a new network.

Now that you are no longer in the same peer group, it is important that you find a network of other managers that can be your accountability group or mentors to help address your questions along the way. Talk to the individual who was in your role before you, if they are still with the company, or join management groups online to get feedback and help you with problems.

Meador Staffing works with some of the best employers across Texas, and we have access to a range of top jobs – many of which are not advertised elsewhere. Contact our great team of recruiters today to work with a top staffing agency in Houston TX and other locations in Texas.

houston-tx-staffing

When Is It the Right Move to Hire a Boomerang Worker?

January 21st, 2016

Have you ever heard the term boomerang worker? This is someone who, for whatever reason, decided to leave your organization and, after a period of time, ask to come back to work for you again. There may be dozens of potential reasons that they left in the first place and just as many that led them to back to the table. For employees who were originally the right fit for your company, when do you consider bringing them back into your organizations? Here are five reasons to consider.

1. Easy to reintegrate to company culture.

The biggest benefit of bringing someone back who left the company is that they already understand not only the job but the corporate culture. There will be little training in terms of integrating them into the office environment. They will be able to, for the most part, pick up where they left off and get right down to business in their official role.

2. Incorporate their new skills in your business.

What did they do in the time since they left your company? They may have worked in a job or for a competitor that taught them skills you can now incorporate into your own business. Use their increased experience to your advantage. That could be a main reason they left your company. The employee wanted to learn new skills they wouldn’t easily learn. Now, they want to return to your great culture and use their newly acquired skills.

3. Bring back a sense of excitement.

Bringing back a favorite employee can help boost morale in the office. Not everyone leaves for negative reasons, but their departure can impact the rest of the staff. When someone returns, it is like a homecoming for everyone. Your staff will be delighted to see their former co-worker back in the office. Even new employees can’t help but react to the positivity.

4. Reinforce company loyalty.

Hiring someone back does something else to the team mentality of the business. It will demonstrate that you are still loyal to people who do well for you in the company. You hire someone back because they were a good employee at the time, and you allowed them to pursue other interests. You reinforce that when someone leaves, you don’t just stab them in the back or erase their memory.

5. Save money on the hiring process.

Finally, one of the biggest benefits for hiring a former employee back is to eliminate all of the cost of recruiting. You won’t need to review resumes, conduct interviews, do references or any of the other trappings that come with hiring a new candidate. You will also save time and money on the training process since it will be faster for them to get up to speed in their new role.

Meador Staffing Services offers comprehensive workforce solutions, tailored to your needs. Contact our great team of recruiters today to work with one of the top staffing agencies in Texas.

Contact our great team_CTA1When

What’s the Best Way to Find a New Job While You Still Have a Job?

November 24th, 2015

Balancing the job search process while you have a job can be a delicate dance. You need to schedule phone and in-person interviews around your current work and keep your confidentiality in check. You also need to keep your focus on your job so things don’t become a bigger issue. How can you navigate the difficult waters of a job search while still employed and get everything that you want? Let’s look at the best tips to get you through this process.

Don’t let your work slide.

The number one job that you have while trying to balance you current job and your job search is to not let any of your duties suffer. You need to remain committed to your current employer while you’re searching or else they may discover that you are looking to leave. Don’t give them a reason to terminate your employment.

Never use company time or tools.

Along those same lines, don’t use your employer’s time or tools to facilitate your job search. Never use the company printer or copier for resumes. Don’t send emails to prospective employers with your business email or even your personal email over the company’s internet. Obviously you will need to take time off but avoid taking excessive time off during your search either.

Ask for confidentiality.

When you are applying with new organizations, go ahead and let them know you’re still employed and don’t want your current boss to know you’re searching. This is a common scenario and any business you want to work for will be happy to keep your discussions confidential – especially if you are a top candidate in their eyes or work for a current competitor.

Choose the right references.

Confidentiality also needs to extend to your references. Obviously you shouldn’t provide the names and phone numbers of your current managers or co-workers (unless they are agreeable to your job search). Instead, go back to former supervisors who would be happy to provide references for the work that you’re doing. Be sure to ask their permission and tell them about your job search ahead of time.

Be cautious of social media.

Lastly, you need to make sure you don’t post something on social media that will give anyone who may have a connection with your employer some insight into your job hunt. You may want to keep you job search of off popular tools like Twitter, Facebook, or LinkedIn to prevent your managers from seeing something too soon.

Forget hours of blindly sending resumes to job boards and cold-calling potential employers. When you partner with Meador, you’re gaining a career advisor, someone who is genuinely invested in your success. Contact Meador Staffing today to work with one of the top staffing agencies in Houston TX, and with locations spread throughout the rest of Texas.

Join our talent network today_CTA3

Should You Pass On A Candidate If They’re Overqualified

April 17th, 2015

There was a time in our culture where the word “overqualified” wasn’t even used. Since the most recent recession, many employers are falling back on this reason to avoid hiring certain professionals. Job seekers are increasingly, and understandably, more frustrated by the job market because of this one word. But overqualified doesn’t have to mean unemployable. You can leverage the candidates’ skills to your advantage. Here are some reasons you may not want to pass on an overqualified employee.

  1. Top-quality experience. An overqualified employee will be able to handle the function of the job with fewer problems. Their years of experience may be more than the job requires, but that also means they have more maturity. They have learned from their mistakes and won’t repeat them at your company. The cost of a bad hire can rack up pretty quickly so someone with business experience can help mitigate that issue.
  2. Innovative mind. Higher levels of experience also lead to the development of new ideas that you were never expecting. They may notice something about the way your company handles the job that they can improve or augment. You will not get this same perspective from an entry-level candidate. Creativity and innovation can make the difference between someone who can do the job and someone who can excel at it.
  3. Extreme professionalism. Life experience will foster professionalism and a mature candidate will have developed better skills to deal with some of the challenges of the job. They also already have a familiarity with business protocol, even if it was for another company, which can translate to the way you run your company. You won’t have to explain what to talk about in the office, how to communicate with executives, or how to avoid over-stepping their roles on a project.
  4. Dedication and loyalty. Due to the way the job market tends to treat overqualified employees, they are looking for companies where they can establish long-term relationships and make a positive impact. They tend to be very loyal while some entry-level candidates are more likely to get their experience and leave for another position. It’s easy to remember the time and resources needed after making a bad hire, but also have to keep in mind those same resources are needed if a new employee leaves for a new position after a short time period.

Are you currently interviewing for new opportunities in your company? Meador Staffing Agencies in Pasadena TX can help you source and hire the right candidates.